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How do we do this for gpas that are between a grade's numerical equivalent. Is a 3.3 a B+ average even though it is below a 3.33? What about a 3.63 gpa? Is that an A- average even though it is below a 3.67?

applejacks wrote:some firms say they want at least an A- avg--if your overall gpa is 3.63, does that qualify?

Those aren't hard cutoffs. As long as your GPA is somewhere around A-, then you are fine. At my school, A- is 3.7, so if a firm says they want A- average, and I have a 3.66, I'm definitely giving it a shot.

For the purposes of stating a letter grade average, the following conversion table should be used:

Letter Grade Average GPA Range

A+, 4.167 or greaterA, less than 4.167 and greater than or equal to 3.833A-, less than 3.833 and greater than or equal to 3.500B+, less than 3.500 and greater than or equal to 3.167B, less than 3.167 and greater than or equal to 2.833B-, less than 2.833 and greater than or equal to 2.500C+, less than 2.500 and greater than or equal to 2.167C, less than 2.167 and greater than or equal to 1.833C-, less than 1.833 and greater than or equal to 1.500D, less than 1.500

applejacks wrote:some firms say they want at least an A- avg--if your overall gpa is 3.63, does that qualify?

thesealocust wrote:

thesealocust wrote:A wise and insightful person once wrote:

PSA - when a firm lists its GPA preference and requirements, you should do the following: Ignore them entirely and mother fucking ask career services.

Firms lie through their god damned teeth on those things, and I want to keep harping on it, because it is VERY IMPORTANT TO YOUR CAREER PROSPECTS. The firms are lying or naive or outsourcing their symplicity profiles to India or who knows what, but if you ask a 3 year old with a box of crayons to draw you the cut off for a firm you'll get a better answer than the firm's published cutoff on your OCI software.

Firms aren't consistently high, or consistently low - they're just consistently full of shit. A firm that says "top third required" might hire to median, it might hire from the top 3% without exception, and there's even a remote chance it will hire from the top third. But those pieces of data simply cannot be relied upon at all. Not even in a cursory way. Not for comparison's sake, not when nothing else will do. You need to completely disregard them, and beg/borrow/steal data from career services. Your (and that's the royal 'your' for everyone out their reading in paranoid law student land) career depends on it.